Department/Unit: Corporate Services / Human Resources Unit / HR Policies and Talent Mng. Function 

Date of Issuance: March 20, 2025

Deadline of Applications: April 19, 2025

Required Languages: English 

Contract Type: Fixed Term Contract 

Grade: Management 

Job Category: H1

Recruitment Status: International

Job Profile:

The Head, HR Business Operations and Talent Intelligence plays a pivotal role in aligning the People and Culture strategy, HR initiatives, policies, and business objectives across the organization to support the OPEC Fund for International Development’s strategic growth and transformation as a multilateral development bank. This role covers critical areas such as talent acquisition, HR business partnerships, workforce planning, and organizational development. With a strong focus on driving operational efficiency and excellence, leveraging technology to streamline HR processes, and ensuring strategic HR alignment, the position requires a hands-on approach to managing internal client relationships across the organization while also leading and supporting a team of HR professionals.  

Duties and Responsibilities:

Strategic

• Provides expert guidance and advice on a wide range of HR operational matters 
• Advises on the development and design of job descriptions to ensure alignment with organizational needs and oversees the job evaluation process 
• Manages consultancy and service contracts within the HR Business Operations and Talent Intelligence portfolio, ensuring effective service delivery and cost control 
• Leverages technology to improve HR processes, enhancing efficiency in recruitment, onboarding, performance management, and talent development 
• Leads initiatives to enhance organizational effectiveness, including restructuring and change management efforts, to align with evolving business strategies 

Business Partnership and Talent Acquisition

• Workforce Planning: Leads the analysis of business needs and labor market trends, collaborating with departments to determine staffing requirements and selection criteria 
• Succession Planning: Develops and implements succession plans to ensure leadership continuity and address future talent needs 
• Establishes standardized screening techniques to assess the skills, qualifications, and experience of potential candidates 
• Advises on the design and development of job descriptions, ensuring alignment with organizational goals and contributes to the job evaluation process 
• Provides feedback and guidance to management on recruitment processes, with a focus on efficiency, effectiveness, and streamlining workflows using technology 
• Partners with management to advance diversity initiatives in recruitment, promoting fair and inclusive hiring practices 
• Supports talent outreach and champions employer branding to position the OPEC Fund as an Employer of Choice 

Talent Development 

• Develops and executes a comprehensive L&D strategy aligned with organizational goals to ensure continuous employee development, focusing on skills enhancement, leadership growth, and performance improvement 
• Collaborates with senior leadership to identify organizational skills gaps and future talent needs, designing targeted development programs to address these requirements 
• Promotes a learning culture across the organization, encouraging ongoing professional development and facilitating access to training resources through technology-driven platforms 
• Partners with HR teams to integrate L&D initiatives with performance management, ensuring that development programs are aligned with employee career paths and business objectives 

Reporting and Analytics

• Collaborates with management and HR staff to ensure timely and accurate reporting on talent metrics, including recruitment, performance, and learning 
• Utilizes HR technology platforms to collect and analyze data, ensuring that reporting is streamlined and data-driven decisions are made 
• Develops and presents reports to assess the effectiveness of HR initiatives, using data and technology to create compelling narratives around HR strategies and outcomes 

Stakeholder Management and Engagement

• Cultivates and maintains strong relationships with internal stakeholders and external partners, ensuring clear communication and alignment 
• Fosters relationships with stakeholders and strategic partners, to enhance the talent pipeline, with a focus on diversity and inclusion. Leverages these relationships to strengthen employer branding, ensuring the organization attracts a broad, globally diverse talent pool 
• Leverages digital tools to enhance stakeholder engagement and communication, ensuring HR services are delivered effectively across all departments 
• Fosters collaborative partnerships with employees and managers across the organization to drive HR operational efficiency and support organizational goals 
• Provides clarification on policies, procedures, and guidelines to ensure compliance and understanding across the organization 

Managerial 

• Leads, coaches, and motivates the HR Business Operations and Talent Intelligence team, driving high levels of staff engagement and ensuring the delivery of high-quality HR services to clients 
• Utilizes technology tools to enhance team collaboration, monitor performance, and ensure timely execution of HR tasks and initiatives 
• Conduct regular assessments to identify and mitigate HR-related risks, ensuring compliance with legal and regulatory standards 
• Oversees diversity and inclusion initiatives, ensuring hiring, talent development, and operational practices align with the organization’s commitment to a diverse workforce 
• Leads the identification, management, and mitigation of diversity-related risks within recruitment, staffing, and employee relations processes, ensuring fair, inclusive, and compliant hiring practices 
• Implements a risk-mitigation based approach to HR operations, ensuring compliance with ethical standards, and safeguarding against discrimination or bias in the recruitment process 

Performs any other related tasks as assigned by the HR Director to contribute to the success of the HR function. 

Qualifications and Experience:

• Master’s degree in Business Administration, Human Resource Management or a related field. 
• A minimum of 10 years relevant professional experience in institutional, management, and human resource processes, of which five (5) years should have been from an international development institution. Experience in a multilateral development bank is an asset.
• Relevant professional certifications such as SHRM-SCP, CIPD, or PHR/SPHR and/or conflict resolution training is desirable. 
• Experience in stakeholder engagement, including partnerships with member countries, external partners, and internal stakeholders 
• Demonstrated experience in talent acquisition, workforce planning, HR strategy development, and organizational development  
• Proven track record in managing HR technology tools and leveraging data analytics for decision-making 
• Experience with SAP SuccessFactors is an added advantage 
• Significant experience working in HR business operations in large, complex organizations, preferably in multilateral development banks, international organizations, or similar settings is highly desirable 
• Experience in diversity and inclusion initiatives, particularly in an international and multicultural environment is highly desirable
• Fluent in English. Good working knowledge of Arabic, French or Spanish is an added advantage.

Competencies

• Communication - The ability to relay ideas, information and messages effectively and succinctly to a variety of audiences.
• Cross-Cultural Sensitivity - The ability to take into account the variety of the human experience and how it contributes to the workplace and to demonstrate  respect for diverse cultures and viewpoints.
• Decision making - The ability to analyze information comprehensively to make well-informed decisions; assess both immediate and long-term ramifications. 
• Effective Planning and Follow Up - The ability to set clear goals and priorities; skillfully organize tasks for efficiency; consistently follow through on commitments and plans. 
• Sense of Responsibility - The ability to demonstrate ownership and accountability in tasks and outcomes; uphold reliability and commitment to fulfilling responsibilities.